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AN ANALYSIS OF EMPLOYEE MORALE IN INDUSTRIES (Sanofi-Aventis)

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AN ANALYSIS OF EMPLOYEE MORALE IN INDUSTRIES (Sanofi-Aventis)

  1. 1. 1 INTRODUCTION “You can’t buy your employee’s enthusiasm, loyalty, hearts, minds, or souls. You must earn these.” In order to promote production, harmony and all round better results in the industry or business, the employer must keep an eye on employee morale and try to create physical and psychological condition leading to high morale. Employee morale is defined by the employee’s as the outlook, optimisms, self concept and assured belief in themselves and their organization, its mission, goals, defined path, daily decisions and employee appreciation. Faith in self and faith in their organization are both important factors in boosting employee morale. It is described as a state of mind mood or mental condition. Morale generally refers to spirit de corps, enthusiasm, zeal, confidence in individual or groups that they will cope with the tasks assigned to them. A person’s enthusiasm for his job reflects his attitude of mind to work environment and to his employer and his willingness to strive for the goals set for him by the organization in which he is employed. It is foolish to ignore, excuse or otherwise minimize its impact on productivity. Studies have shown that the correlation between the length of time, people intend to stay with their current employer and factors like
  2. 2. 2 recognition given for work well done or pride in the employer - is more satisfactorily significant to that of the longevity/monetary award correlation. Employee morale is very important for improving productivity of an organization. Employees with high morale are the assets of the organization. Such employees play a positive role in raising production, profits and productivity of an organization. The concept of morale is different from the concept of motivation. Motivation is also necessary for raising morale of employees. Morale is synthesis of an employee’s cloven reaction to, and feelings for, his job, his working conditions, his superiors, his organization and his fellow workers, his pay and so on. Feelings, emotions, sentiments, attitudes of motives – all these combine and lead to a particular type of behavior and part of an individual or his group and this is what is referred to as employee morale. Employee morale refers to an attitude of satisfaction with a desire to continue and strive for attaining the objectives. Morale may range from very high to very low ; high morale is evident from the positive feeling of employees such as enthusiasm, desire to obey an order, willingness to co- operate with co-worker; poor or low morale becomes obvious from the
  3. 3. 3 negative feeling of employees such as dissatisfaction, discouragement or dislike of the job. Generally increased employee morale means a happier, more productive and higher performing employee. There is difference between what people do and how they do it. The difference between either not meeting, or just meeting productivity goals and’ exceeding goals for productivity may be attributed to high morale’. Poor morale is contagious. If employees are unhappy about their workplace and feel unappreciated and if they cannot satisfy their goals and needs, employee morale is low. Poor morale can manifest in the use of leave accruals, accidents, illnesses, litigation, workers compensation claims etc. OBJECTIVES • To study the concept of employee morale and its effects at Sanofi- Aventis Pharma Ltd. • To study the various incentives and welfare facilities given by the company to employees to keep the employee morale high. • To find out employees level of satisfaction in respect of the morale appraisal techniques adopted by the comp
  4. 4. 4 METHODOLOGY The purpose of our project work was to study the various employee’s welfare facilities and social security measures provided to the employees in the organization in order to raise their morale. Thus keeping this in mind we adopted the following research methodology. • Primary data: primary data was collected by means of questionnaire and some interview schedules with the officials and the employees of Sanofi - Aventis Pharma Ltd. • Secondary data: the data was collected by means of review of literature from books. We have also collected some matter for our project from various text books, reference book, news papers from our college library. The whole work was divided among the group members and finally all this information was collected, analysed and compiled to prepare a final report. Conducting of personal interviews and questionnaire methods were the major source of getting information for conducting our project work.
  5. 5. 5 LIMITATIONS Every research work taken up has limitations of its own. This project work is not an exception to this rule. All possible efforts have been taken to collect required information and data about the project. However, efforts are contained due to the following: • The topic employee morale is too vast, thus time was a limiting factor. • The process of collecting data through interviews or through questionnaire was time consuming and tedious exercise. • Since it is a busy company, and due to their Audit Programme , we had to visit the company office , a number of times for the collection of our data and only 40 samples were made available to us. • It was not possible to interview the entire employee’s in all the departments as they were too busy with their work and there were lot of formalities to approach them.
  6. 6. 6 Theoretical Approach to Employee Morale The word morale was used first in military Science. Success in war depends on morale of the soldiers. Today the word is used in every field. Morale is a feeling of togetherness. There is a sense of identification with interest in the element of one’s job, workers conditions, fellow workers, supervisor employees and the company.” The term ‘morale’ is defined by different authorities as under:  According to Edwin B. Flippe “Morale is a mental condition or attitude of individuals and groups which determines their willingness to cooperate.”  According to E. F. L. Brech “Morale may be described as readiness to cooperate warmly in the tasks and purposes of a given group of organization.  According to Huneryagar and Heckmann ” morale is a synthesis of an employee’s diverse reactions to, and feelings for, his job, his working conditions, his superiors, his organisations, his fellow workers, his pay and so on”.
  7. 7. 7  According to J.D. Mooney ”Morale is the sum total of several psychic qualities which include courage, fortitude, resolution and above all, confidence.” FEATURES Analysis of the above definitions brings out the following features of morale: 1. Psychological Concept It is a psychological concept. It is the mental force within an individual that directs his behavior. It is an attitude of mind. It resides in the minds of employees. 2. Group Phenomenon It is a group concept. It indicates attitude of the group of employees towards their jobs. It is the attitude of the collective body. 3. High / Low Morale may be high or low. High morale is beneficial to the organization whereas low morale is harmful to both the employees and the organization.
  8. 8. 8 4. Bye – Product of Motivation Morale is different from motivation. It is a bye - product of motivation. Higher motivation improves morale of the employees. 5. Subjective It is a subjective concept. The management must know what motives are important for raising morale of employees. 6. Different from Motivation Morale is different from motivation. However, it is necessary for raising employee morale. 7. Different from Job Satisfaction Morale refers to a group whereas job satisfaction is concerned with individual. 8. Affect Output and Its Quality Morale affects output and the quality of output. High morale improves quality of output.
  9. 9. 9 FACTORS AFFECTING EMPLOYEE MORALE 1. Wages and Other Benefits There should be regular wage payment along with a proper incentive system in the organization to ensure monetary and non-monetary rewards of the employees to motivate them. 2. Working Conditions The building and its appearance the condition of machines, tools, available at work place, provision for safety, medical aid and repairs to machinery etc. all have an impact on the morale. 3. Training Opportunities There should be proper training of the employee so that they may their work efficiently and avoid frustration. When the workers are given training they get psychological satisfaction as they feel that management is taking interest in them.
  10. 10. 10 4. Communication System There should be a two-way communication between the management and the workers as it exercises a profound influence on morale. The worker should be kept informed about the organization policies and programmes through conferences, bulletins and informal discussions with the workers. 5. Welfare Facilities Management must provide for employees welfare measures like canteen credit facility, sports club, education for their children etc. 6. Treatment to Employees Large or small every business should have names on desks, work stations or cubicles to show that a real person with worth works there, not just a machine. Next ask their opinion whenever an opportunity arises rather than always telling them what to do or the way to do it. This allows employees to add their own creative thoughts to the work process which then can lead to more of a feeling of ownership. Finally ask how they are without wanting to know deeply personal data. The boss can easily show an interest in the individual workers.
  11. 11. 11 7. Organizational Policies Organization structure has an impact on the quality of labour relation, particularly on the level of morale. Large organization tend to lengthen their channels of vertical communication and to increase the difficulty of upward communication. Therefore the morale tends to be lower. Against this, flat structure increases levels of morale. CHARACTERISTICS OF MORALE 1. State of mental health : Morale is related to the state of mental health which is closely associated with loyalty, egoism, enthusiasm etc. 2. Identification of group interest: Morale is an identification of group interest and that of the interest of the enterprise, fellow workers and requirements of the job. 3. Subjective feeling: Morale is the subjective feeling of the employees. The morale of a group is said to be high when the group shows an attitude of satisfaction.
  12. 12. 12 4. Affects behavior, performance and discipline: Morale affects human behaviour, performance and discipline. It cannot be measured directly but is reflected in productivity, employee discipline, absenteeism, turnover etc. IMPORTANCE OF MORALE 1. Higher production : Higher production and productivity of workers are the direct result of high morale. If the management is genuinely interested in high production and higher productivity of workers to achieve the desired results, It should know the impact of its policies and practices on the attitude of the workers about work and be ready in promoting the good feeling about the work, policies, practices and about the organisation, among the workers to stimulate them to get the pre-determined objectives willingly. Higher productivity is the direct result of the attitude of the workers about work i.e. high morale will yield more production and better quality at lower cost. 2. Harmonious relationship: Morale is an index of good feelings about the fellow workers and the organisation. According to Dale Yonder, “ if workers appear to feel
  13. 13. 13 enthusiastic and optimistic about the group activities and mission, and friendly to each other, they are described as having good or high morale. If they seem dissatisfied, irritated, crank, critical, restless and pessimistic, these reactions are described as evidence of poor or low morale”. Therefore the managers consistently and persistently make efforts for stimulating a feeling of togetherness sense of identification with the elements of one’s job, working conditions, fellow workers, supervisors and the company’s goals. It is an index of good industrial relations. 3. Success : High morale leads to success and low morale brings defeat in its wake. The success or failure of the industry very much depends upon the morale of its employees. To quote, Keith Davis, “Never underestimate the power of a women and the same certainly must be said about morale, never underestimate the power of morale. 4. Solutions of labour problems: High morale assists the management to solve several labour problems such as labour turnover, absenteeism, indiscipline, grievances etc. It helps seek co- operation of the workers in the running of the organisation and thus getting
  14. 14. 14 higher production at minimum possible cost by reducing the wastages of time, man, machine and materials. 5. Utilization of psychological factors: In modern times the psychological researchers have increased the importance of the morale in the industrial field. Remarkable progress in industrial output may be secured by improving morale among the industrial workers. Taking interest in the direction of the government has introduced several labour welfare and social security measures to improve the morale of the industrial workers’. The management has recognized the importance of high morale. It has realised that how morale has long range effects damaging to the organisation. TYPES OF MORALE 1. High morale: It will lead to enthusiasm among the workers for better performance. High morale is needed a manifestation of the employees strength,
  15. 15. 15 dependability, pride, confidence and devotion. Some of the advantages of high morale such as:  Willing co-operation towards objectives of the organisation.  Loyalty to the organisation and its leadership.  Good leadership.  Sound superior subordinate relations.  High degree of employee’s interest in their job and organisation.  Reduction in absenteeism and labour turnover.  Reduction in grievance  Reduction in industrial conflict.  Team building.  Employee empowerment. 2. Low morale Low morale indicates the presence of mental unrest. The mental unrest not only hampers production but also leads to ill health of the employees. Low morale or poor morale exists when doubt in suspicion are common and when individuals are depressed and discouraged i.e. there is a lot of mental tension. Such situations will have the following adverse consequences:
  16. 16. 16  High rate of absenteeism and labour turnover.  Decreased quality  Decreased productivity  Excessive complaints and grievances  Frustration among the workers  Lack of discipline  Increase errors, accidents or injuries. MOTIVATIONAL TECHNIQUES 1) System of flexible working hours: Is also called as flexi time, which often been used as one of the motivational techniques. Here various work weeks are being used all with the aim of lengthening the free time between work periods. Most common are the four-day 40hours week with three days off (4/3); the three-day, 36-hours week with four days off (3/4); and the seven- day, 70-hour week with seven days off (7/7).
  17. 17. 17 Benefits They include reduced absenteeism, increased productivity, reduced overtime expenses, lessening of hospitality towards management, elimination of tardiness, and reduced traffic congestion around work sites. 2) Two-Tierpay system: It provides for offering significantly lower wage rates to newly hired employees than those already employed in the same job. The two-tier pay system is said to place a premium on experiences and loyalty. This system correspondenceequity theory in a negative way. A junior worker perceives an inequity or an injustice when he/she is paid less than his/her senior though; both attend to the same work. Benefits It is claimed, that it results in an increased turnover rate among those newly hired. 3) Flexible benefit system:It allows employees to pick and choosefrom a menu of benefit package that is individually tailored to his or her own needs and situation. An organization sets up a flexible spending account for each
  18. 18. 18 employee, usually based on some percentage of his/her salary, and then a price tag is put on each benefit for e.g expensive medical plus high deductible; expensive medical plus low or no deductibles; hearing, dental and eye coverage; vacation option; extended disability; a variety of savings and pension plan etc. Benefits Consistent with the expectancy theory thesis that organization rewards should be linked to each individual employee’s goal, flexible benefits individualize rewards by allowing each employees to choosethe compensation package. Trust and transparency in decision making shall help to motivate employees. Best ways to boost employee morale  To recognize the value of your employees is a key. Many business have the attitude that employees are a ‘dime a dozen’. If one leaves, another can be found to take their place without much trouble on their part
  19. 19. 19 .While this may be true to some extent, the costof advertising, interviewing and training the new employee can be prohibitive.  Let the people know they are appreciated. Simply stating a few words of thanks or sincere admiration for a job well done will help increase morale among employees.  Provide employer perks such as casual Friday free lunches, and cash bonuses or gift certificates, sponsorsocialevents such as a softball team, barbecues for employees and their families, or office picnics.  Offer office bonuses, financial incentives, company cars, or other prizes. This gives employees a goal to work towards and can create enthusiasm which is often contagious among employees. Open the lines of communication with employees to find out what kind of things or programs would get them motivated. This will also help them feel like they are an important, contributing factor of the company.  Understand that the work environment can greatly affect employee morale. A dreary office lacking light and color can cause depression
  20. 20. 20 and a lack of motivation. Brighten up the spacewith a smoothing paint job, green plant, and tasteful act work. If it is not possible to fix up the environment (i.e. a ware house or factory), make sure you offer adequate breaks and break rooms where employees can relax, eat and rest.  Use 360 degree feedback surveys as a way to illustrate employees that you supportand encourage an atmosphere of continuous improvement and dedication to improving work conditions.  Encourage communication between employees and management. Doing so will allow employees to feel comfortable to voice their opinions and make suggestions to improve conditions and work. Listen to the employees in the organization; know their concerns. Well, money probably ranks right up there at the top, but what other concern do they have? Is it lack of recognition? Lack of perks and/ or lack of appreciation for the job they do?  Revise the company mission statement to include all employees and departments to ensure each employee feels as though they are an integral part of the company’s future.
  21. 21. 21  Make sure that the values and ethics of the company are of those employees can take pride. In most employees in the work force want to work for a company they can trust and believe in.  Find ways to make life more pleasant in general for employees. Offer flexible schedules, work from home schedules, gym membership etc.  Be loyal to your employees. If business starts to decline, find ways to keep employees without cut backs or lay offs. Be sure to offer promotions and pay raises to those who deserve it.  Give employees a chance to help others. Wear a hat to work day can be turned into a chance to help a local charity. Employees pay a Rupee or two for the privilege of looking silly and the money goes to charity.
  22. 22. 22 SANOFI-AVENTIS PHARMA LIMITED Sanofi – Aventis Pharma Ltd. Is a world class Pharmaceutical Manufacturer and was incorporated in the year may 1956. Aventis Pharma Ltd. has two state-of-art- manufacturing facilities at Ankleshwar, Gujarat (chemistry and pharmaceutical) and at Verna, Goa (pharmaceutical) that complies with the global derivative of GMP (Good Manufacturing Process). The two manufacturing teams at Goa and Ankleshwar consist of highly trained, experienced and committed executives, managers and employees. The largest pharmaceutical company in Europe and in emerging markets, sanofi-aventis is the fourth largest worldwide. The Group’s vaccine division, Sanofi Pasteur, is the world leader for human vaccine production and commercialization. Incorporating the latest designs and processes in manufacturing, both sites have been identified as global sourcing units.
  23. 23. 23 Since 2004, sanofi-aventis has developed as a diversified global healthcare company using innovation to meet the needs of patients throughout the world. With nearly 100,000 employees in over 100 countries, sanofi-aventis has core strengths in the field of healthcare: a worldwide presence, market leadership in vaccines, major biological products and a strong and long-established presence in emerging markets. Sanofi-aventis can draw on a number of powerful assets to address the new context in the global pharmaceutical market: an extensive portfolio of prescription medicines, vaccines, generics medicines, consumer health care and animal health, along with a balanced presence on both traditional and emerging markets. Sanofi-aventis addresses fundamental health issues and makes major therapeutic solutions available in its areas of expertise: oncology, diabetes, thrombotic and cardiovascular diseases and central nervous system disorders.
  24. 24. 24 Sanofi Aventis also adopts lean management: Lean Manufacturing is determining an efficient manufacturing process through the removal of waste. It is a systematic approach to creating value with less resource. In lean all activities are viewed as ‘VALUE-ADDING’ or as ‘NON-VALUE ADDING’. The co. was also the 1st Pharma Company in Goa to send consignment of pharmaceutical exports from Goa’s Mormugao Port Trust. Sanofi-Aventis always keep its employees enthused and boosted with high morale by undertaking & observing various activities such as: • Launching lean campaign enabling users to capture, preserve and exchange knowledge in real time and manage professional development plans. • Arranging trips and treks to help build their confidence to enable them to fight adversities and bond better with one another and create enhanced sense of belongings. • Educating employees about general health of an individual as well how they can influence someone else’s (by healthy organ donation) and
  25. 25. 25 importance of sleep by screening short films, distribution of questionnaire, education leaflets and undertaking sleep tests and various other health tests on respective days observed worldwide. • Sanofi-Aventis has been always encouraging & honouring its employees, irrespective of gender, may it be honouring women on the occasion of Women’s Day or rendering support & honour to the achievers of the co. as well willing to achieve under the JIGYASA SCHEME. Types of Performance Appraisal adopted by the company:  Performance Appraisal & Performance Review discussions: Performance appraisal process starts with the self appraisal. Then, every department head evaluates the performance of employees belonging to their department. Next, all the departmental Heads along with the HR Manager sits together and appraise, review the performance of the employees. Performance review is conducted annually, half yearly and quarterly. Records of performance discussions and reviews are
  26. 26. 26 maintained by the HR-Department. If any training needs are identified then they are done during the mid-term corrections ie. During Half yearly or Quarterly reviews. All the performance reviews, suggestions, remarks are compiled by the HR Department and discussed with the HOD’s during the annual performance appraisal ..Performance Appraisal is done on percentage basis, marks are allotted to the KRA’s (Key Result Areas). Important details regarding individual achievements during the year are being noted. A list of the trainings provided to the employee during the year is also mentioned. Also the trainings to be provided in future are being mapped depending upon the training needs analysis. (ie. A performance plan is being chalked out for the employees). In case of performance appraisal for the mangers, the top level management is involved, as it takes up the role of the appraiser.  Reward Systems: A. Increments & Promotions: Increments are done every year and Promotions are
  27. 27. 27 given after every 3 years during the month of April. Depending upon the outcomes or results obtained of the performance appraisal, the employees may be rewarded accordingly. In case of under performers, less increment may be given to them, necessary assistance would be provided by the company, i.e. Counseling, change of Department, i.e. Job rotation or any internal or external training would be provided. Incase, the employees still continues to underperform then he would be asked whether he/ she requires a change in the job to another department and may be subjected to job rotation. Still if the employee does not show any improvement with right to his performance then he would be facilitated to long leave or/ and the company would as per mentioned in its standing orders.The clause given below in this respect has been mentioned in the standing orders of the Company Aventis Pharma Ltd.
  28. 28. 28 Clause no – 37(b):- Annual Increment:- As a measure of Punishment for misconduct, and for corrective action in the case of irregular attendance and/ or proven incompetence, the annual increment of any workmen shall be stopped or deferred. B. Performance linked Incentives: Performance linked incentives are given to all employees depending on the performance, every individual is given a certain percentage of their CTC. This is done annually. C. Performance linked Pay: Company adopts a system of performance linked pay known as BAB (Bonus Accrued by Business). This is depending on 3 factors namely – Company performance, individual performance and company values.  Training:- Aventis looks forward to training people, managing talent and upgrading systems. Training is given as per the age ratio. Trainings at Aventis are divided under 4 areas:-
  29. 29. 29 a) GMP (Good Manufacturing Practices) b) HSE (Health & Safety Environment) c) On-the-job training d) HR-related training (eg. Communication skills, interpersonal skills) Internal training programs are conducted by the company. In fact the Company has got training and development center wherein Training & Development plan is chalked out by the HR Manager and trainings are conducted by these development centers. External trainers are invited by the company or even the company employees may be sent to the training centers if required. The employees are even being encouraged to attend the State of Art Training programs organized by various government agencies.
  30. 30. 30 MOTIVATIONAL TECHNIQUES USED BY THE COMPANY  System of flexible working hours: It is also called as flexi time, and is very often used as one of the motivational techniques, which helps to reduce absenteeism, increase productivity, reduce overtime expenses, lessening of hospitality towards management, elimination of tardiness, and reduce traffic congestion around work sites.  Two tier pay system: The company places more premium on experiences and loyalty and hence adopts the Two Tier Pay System. This, it is claimed, results in an increased turnover rate among those newly hired.  Flexible Benefit System: This system allows employees to pick and chooses from a menu of benefit package that is individually tailored to his or her own needs & situations. By this trust & transparency in decision making helps to motivate employee. Medical claim .Performance bonus, vehicle loan. Policy group insurance. Community Programs • Prayas – Empowering doctors in rural India.
  31. 31. 31 • SITE (Screening India’s Twin Epidemic) – Studying prevalence of diabetes and hypertension in major cities of India. • Saath 7 – Patient support in Disease Management • SAVE (sanofi-aventis Values Environment) – Planting trees and other environmental initiatives • Disaster Relief – Contributing clothes and money for survivors of natural calamities • Employee Volunteer Groups – Helping out with time and skills at old- age homes and other institutions
  32. 32. 32 ANALYSIS OF THE SURVEY Out of the random sample survey done we have found that 85% employees found the working environment good in the company where as 15% found the environment satisfactory. The employers and employees relationship is very good in the company. Most of the workers are very happy to work in such an environment. This good relationship may be as a result of good incentives provided. If such a situation continues, then the future prospects/growth of company is very high. We analysed that the company with stands to be very encouraging with regards to overall development of the employees as all the employees give a very positive response for the efforts made by the company to organize various programs and celebrations to bring up the special and organizational talents of the employees. The company along with the celebrations of various days such as world kidney day, International sleep day, it also makes sure that the employees undertake various health tests and are made aware about it.
  33. 33. 33 It was found that approx 82% of the employees enjoyed working in the shift system. 3% of the employees of the company were satisfied with the shift system, where as 15% of employees showed a dislike for the shift system as it affected their health and had stress related problems. According to the data collected 80% of the employees have to say that: the rules and regulations of the company towards the safety and welfare measures have been adequately met with whereas 20%of members still wish it to be improved. Out of the 40 random samples collected, almost 60% of the employees feel that Group Insurance is good practice followed by the company as it acts as an aid in their certain and uncertain circumstances, whereas, 40% of the employees feel satisfactory about this contribution. The sample study shows that the permanent staffs are happy with the leaves and holidays provided to them but it’s not the same with the temporary staff as they only give a satisfactory review on this.
  34. 34. 34 There is good labour management relationship between the company and its employees. The consultation with employees and allowing them to participate in organization programs like sports day, women’s day, encourages kids work generally builds cordial relations. As per our study we find that 98% of the employees agreed that the company keeps a good cordial relation with employees by providing welfare facilities, safety, medical checkup etc. but 2% of the employees were not satisfactory with the company’s managements. In view of the positive feeling most of the employees have reached a satisfied level of their wants through their job .This is due to the reward system that the company provides like increments and promotion. Increments are done every year and promotions are given after every 3 year during the month of April, depending upon the satisfactory outcome of the performance of employees. In case of under performers, less increment may be given or the employees are put on job rotation or external training would be provided to them which may be one of the reasons for employees not being fully satisfied through this job. If the employee has good morale it automatically affects the productivity. The higher the morale the higher the productivity and lower the morale the lower
  35. 35. 35 is the productivity. Here the employee’s morale is quite high as they are happy with incentives and bonus they receive from the organization. As the incentives and bonus increase the morale of employees also increases, subsequently it increases the productivity. As per the random sample collected, it was found out that the employees of the Sanofi Aventis Pharma Ltd used to gets regular and informative information from the organization. It aims at keeping all the employees of the organization informed about the various activities, programs, development to be held in the organization. As per the study conducted on the 40 random samples it was found that 98% of the employees received a positive feedback from their superiors when they do a good job and this added to the high morale of the employee’s whereas, 2.5% of the employees used to occasionally receive positive feedback from their superiors, may be for their non satisfactory performance. 87.5% of the employees working in the organization were happy as their suggestions and advices were taken seriously by the organization, whereas,
  36. 36. 36 12.5% of the employees felt that their suggestions and advices were disapproved by their supervisors and hence this lead to their low morale. Out of 40 respondents interviewed 35 respondents felt that administrative and technical support system help them to do their job at their best. As per data collected -78% of employee’s felt that there is effective and strong labour union, remaining 22% of employees did not give positive response. All the employees agree that the company does undertake adequate training and development to ensure the work efficiency of the workers under the “Jigyasa scheme” and various other seminars and program’s held for the same. According to data received: - As it is a multinational company, it introduces new technology at different intervals, making all employees happy with this change but 90% of employees feel that it reduces the work load & 10% of employees sometimes feel that it doesn’t help them out.
  37. 37. 37 According to 85% of employees, there is stability in their job, where as15% of employees has doubt about the temporary nature of their job. As per the feedback of the employees we have analysed that the company has been effectively implementing Flexible working hours and flexible benefit system as motivational techniques for the employees. We also anaylsed that, the 2 tier pay system is also been adopted by the company under certain circumstances, as we observed that only 15% of the employees were aware of the existence of this technique in the company. Good 100% Satisfactory 0% Not Satisfactory 0% Opinion about the Company
  38. 38. 38 As shown in the above pie chart and as per the random sample survey conducted by us, we have found that almost all employees working in Sanofi Aventis Pharma ltd. company are quite satisfied working in the company. Most of them feel that it is a place where they can work on developing their skills by themselves and their growth. The employees of this company feel that it is a challenging job and it is a great company to work for with maximum benefits and pay. It provides them with pleasant working environment as well as professional environment. The employees were also of the opinion that the co-workers were hard working and very pleasant to work with. Good 100% Satisfactory 0% Not Satisfactory 0% Opinion about the Job
  39. 39. 39 Out of the 40 random samples collected, almost 78% of the employees were happy with the working hours of the company; they enjoyed working in the shift system; which also provided them with a weekly off, whereas, 10% of the employees were satisfactory about this shift system. On the other hand 12% do not enjoy the working hours and would like a change in the hour’s pattern. Good 78% Satisfactory 10% Not Satisfactory 12% Working Hours
  40. 40. 40 More than 85% of the employees were satisfied with the working conditions provided by the company. They felt that it was a friendly, productive and healthy work place to work in as the company takes care of its safety as well as sanitary needs including of uniform, gloves etc as per the factory requirements and guidance. Good 85% Satisfactory 15% Not Satisfactory 0% Working Condition
  41. 41. 41 CONCLUSION & RECOMMENDATIONS To conclude, Employee Morale plays a very important role in every organization. It is a psychological concept, and may range from very high to very low. Morale is not a cause but rather, the effect of result of employee’s behavior being appropriate /inappropriate. Morale differs from personto person, industry to industry, level of education, age and nature of work. By this study it is clear that, various causes or beliefs which influence morale and popularity of the employee s such as social security measures, welfare facilities, salary status, bonus, health condition, shift system, recognition of work are getting much importance. We also find that Sanofi Aventis has very well looked into such above welfare and social security measures which have enabled the company, to excel in the art of employing and managing its workforce with an invariably high morale. The company not only encourages and creates the bonding among its employees on literary grounds; it also obtains and enjoys a
  42. 42. 42 culturally influenced atmosphere which keeps its employees intact to the workplace. This helps them to put in their best efforts. The study also shows that the company has been taking enough care in implementing and undertaking various appraisal techniques, training programs, various other incentives like leaves, holidays, reward system and other incentives, maintaining team spirit and creating an attitude of belongingness. These above strategies and practices of the company boostthe willingness of the employee to obey and serve the organization which brings out the positive approachof the employee towards the company. Recommendations for Boosting Employee Morale 1. Recognize special events in the lives of your employees. 2. Keep the conversations going and encourage communication. 3. Recognize and reward your employees for doing good work. 4. Make the work place comfortable. 5. Build a culture of trust. 6. Build a culture of employee appreciation

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